Mark Rollé

Experience

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  Oxfam

  Apr 1998 - Mar 2007

  HRD Manager

  Led a specialist team of HR professionals providing support and development to over 1000 paid staff and 20000 volunteers spread throughout the British Isles.Worked as a business partner at a strategic level with Director of HR, Sales Director and other senior operational leads, developing workforce plans and objectives which were aligned to the wider organisational aims and mission.Managed all aspects of operational HR including payroll, reward, contracts, grievance and disciplinary, recruitment and selection, redundancy, liaison with union and PR with outside agencies.Worked as HR lead on three large-scale reviews of the organisation’s business units, each of which had significant process and impact on the workforce that had to be managed sensitively and effectively.Provided specialist coaching, guidance and implementation processes to senior managers on matters relating to the performance of their people.Managed HR and People Development budgets (£1M) for the division established reporting to senior management. Instrumental in the continued redevelopment and embedding process of a comprehensive behaviourally based performance management framework into an empowered culture.Initiated and led the development of a comprehensive accredited Management Development Programme that has a key focus on leadership at senior level and day-to-day management at operational level. The programmes were designed to offer a clear career development pathway and formed part of the overall talent management agenda. Show less

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  New Look

  Apr 2007 - Dec 2007

  Learning and Development Manager (interim)

  Provided expert support to senior HR and Management leads on the strategic direction for Learning and Development, specifically the Head and regional office populations activity across the New Look business.Launched a bespoke leadership programme for senior and middle management. This included work on commerciality with key retail heads.Supported the development a comprehensive suite of soft skills, including performance and change management, situational leadership, and negotiation, coaching, managing priorities and training the trainer.Worked on review of organisational values with senior management team adding challenge and facilitation to the process. Show less

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  Lester Aldridge

  Dec 2007 - Apr 2009

  Head of HR

  Senior Manager - member of the senior executive committee providing challenge, formulating and facilitating organisational aims and objectives.HR direction - managed the firm’s HR function and re-developed its offering, introducing business partners.Compliance - completed the formulation and implementation of companywide, core HR policy and procedural review.Employee Relations - effectively dealt with a significant number of complex ER issues.Worked directly with senior partners in the firm on matters relating to their teams' welfare and development needs, and provided coaching and support on difficult ER issues.Budgetary control - forecast and maintenance of recruitment and general workforce budgets. Responsible for planning and execution of salary benchmarking and reviews.Reward - developed staff welfare and reward packages including the introduction of a new flexible benefits programme.Designed and implemented the graduate recruitment and placement assessment centres and ongoing induction processes.Helped firm achieve re-accreditation of Investors in People status. Show less

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  GlobusHR

  Apr 2009 - Nov 2009

  Senior Consultant

  Responsible for Business Development, specialising in leadership development, engagement and organisational change processes.Key account management for a number of large National and International public, private and commercial sector organisations. Designed and mapped L&D and HR processes on a bespoke basis.Projects included Employee Engagement joint venture between large telecoms organisation and local authorities. Outsourced HR provision for an International medical diagnostics company. Providing recruitment, senior management development and change management support. Performance Management system development for a significant private sector financial organisation.Presenting Employment Law updates at local business seminars. Show less

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  Roundabout-Learning

  Oct 2009 - Jul 2010

  Managing Consultant

  HR Project Management (various) – Change management process and HR support for an auto electric business. Guest lecturer on level 5 & 7 CMI Management Diploma programmes, designing materials, coaching and delivering on behalf of the business development team for local college. Review and development of contracts and handbook for local authority. Advice and guidance on employment law issues for various companies.

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  Merlin Entertainments Group

  Jun 2010 - Jul 2012

  HR and Training Manager UK and EIRE

  HR and Development for Midway Attractions in the UK and Eire.

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  Roundabout-Learning

  Sept 2012 - Dec 2012

  HR and Development Consultant

  Freelance HR and & Development ConsultantWorked on an organisational change project with AES Manchester.Seeking other interim/fixed-term or permanent project-based HR and Development assignments.

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  Greene King

  Jan 2013 - Jan 2014

  HR Business Partner

  The UK's leading pub retailer and brewer, with hundreds of sites across the country, there are plenty of exciting opportunities to join one of our high-performing pub, restaurant or hotel teams.http://www.greeneking.co.uk/

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  European Tyre Enterprise Limited - inc Kwik-Fit & Stapletons

  Jan 2014 - May 2020

  HR Business Partner

  Succession planning and talent mapping and development.Soft Skills development for supply chain leadership teams nationally.Recruitment and assessment of senior managers and other skilled roles.Recruitment and assessment of apprentices.Coaching and training on operational, procedural and soft skills.Complex employee relations and change management.

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  EUROPEAN TYRE ENTERPRISE LIMITED

  May 2020 - Sept 2023

  Responsible for Meeting the strategic ambitions of the business through supporting the development of an unrivalled and exceptional employee value proposition that will attract and retain the best talent.In line with the People Strategy, develop pioneering fit for purpose people initiatives and interventions across the whole employee life cycle to create a healthy, sustainable, collaborative, and progressive working environment, including:People practices relating to organisational design, onboarding & induction, acquisition, TUPE, closedown etc.Performance and talent strategies and tools – evolving the performance conversations, reward and recognition, promotions process, talent, and succession planning initiatives.Moderation & calibration processes for key people scenarios (such as performance conversations, promotions, reward, talent management and succession etc).Drive, Diversity and inclusion strategy to develop diverse and inclusive thinking.Use of NPS and ENPS and other Engagement surveys, analysing and using data and insights to feed into the People Strategy.Supporting the development and embedding of the Employer Brand.Driving wellbeing and mental health agendas that support and empower people.Developing businesses cases and assessing the return on investment for all new People Initiatives.Support the Regional Business Partnering Team, alongside the Programme Lead with the roll out and delivery of People Initiatives.Support and lead the effective communication of new ways of workings and solutions across the organisation.Partnering with the wider People Team to deliver a seamless and unrivalled employee experience.Act as an ambassador for the People Team and ETEL’s company values and behaviours at all times. Show less Responsible for Developing and creating and telling a consistent story of change, innovation and growth that employees understand, support and feel proud to be part of and able to share with others.Developing transformation strategies that help leaders and managers engage their teams with authenticity, credibility and consistency.The design and execution of the employee value proposition for the Group, working in partnership with employer branding team experts.Identifying communication channels that ensure messages about the vision , values, purpose and direction of the Organisation reach employees in the most effective, appropriate and timely way.Build and define Employee Experience strategy for Group.Continue to develop the Employee Lifecycle with a focus on making it the best end-to-end experience for any new starter and serving employee.Review and develop employee rewards and recognition for Group.Act as role model in enhancing our culture on a day-to-day basis.Lead, manage and develop the skills and experience of the Employee Experience Partners.Develop an inclusive culture that celebrates differences and empowers all employees to do their best work.Introduce more wellbeing and mental health agendas that support our people in being their best self, every day.Oversee the development of accurate role profiles for all roles within the Group.Oversee the development of competencies and their associated frameworks to enable improved day-to-day management and development of staff.Review and continue to develop on-boarding procedures in line with the growing needs and initiatives of the Group. Show less

  • Group Head of People Innovation and Transformation

    Apr 2022 - Sept 2023

  • Group Head of Employee Experience

    May 2020 - Mar 2022
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  Beyond Benchmark Consultancy Ltd

  Sept 2023 - now

  Founder
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  Authentic Education Group

  Jan 2025 - now

  Interim Chief People Officer

  Development of people function. Transformation of services. Trusted advisor.